A team is a group of people working towards a common goal and evidently we need teams in almost every aspect of our lives. Especially in an organizational setting, research has repeatedly recognized that the collective efforts are more times than not, stronger than the individual ones, which is why there has been a major shift from individual tasks to team tasks and organizations have vastly increased their reliance on team effectiveness.
Effective Collaboration: An ongoing challenge
While teams have the potential to offer increased adaptability, resilience, greater productivity and performance and more creative and innovative solutions to organizational objectives, they frequently fall behind in reaching their full potential and achieving these goals. According to research there are many factors that determine team effectiveness which partly relate to the organizational context in which a team operates and to the relevant team dynamics. For instance, lack of teamwork-supportive organizational conditions, poor designated structures ensuring safety and mitigation of errors, lack of planning, or rupture in internal processes like efficient communication channels have been recognized as having an adverse impact on teams effectiveness. Evidently, there are numerous contextual determinants of what makes a good team. Hence, research has also focused on a micro-level examination of what makes a good team player exploring collaboration at the individual level.
What qualities contribute to effective collaboration within a team?
According to research, good team players can be defined in trait terms, meaning that there are specific personality traits that make individuals more likely to function optimally in a team setting, contributing to team effectiveness so as to better achieve team tasks and organizational objectives. Given the well-established effects of personality on team processes and outcomes, Bryq has identified the specific personality compositions that makes individuals more likely to be effective and valuable team players.
What does the Collaboration Indicator look like?
The Collaboration Indicator will be presented on your account as you see in the image below and you will be able to assess whether a candidate exhibits the Collaboration scores needed for success.
Remember that there is no need for the candidates to undertake any additional assessment in order for you to have access to the Integrity Indicator.
Do note that like all personality questions, this will cover most of the common scenarios, but there will always be exceptions that confirm the rule.
Click here for instructions on how to add Indicators to your assessments.
Of course, in case you need any further information or guidance we are always happy to help! :)
Indicative Roles: Interviewer, Registered nurse, Account representative, Project manager, Chief Sustainability officer
Collaboration Interview Questions: A few interview questions that will be helpful for you during your interview.
Top 6 questions:
Can you provide an example of a successful project that you were part of? What was your role? What made the project successful in your opinion?
Share a time when you experienced working with a challenging coworker on a team. How was the coworker difficult and what did you do to resolve the situation to encourage the team's ongoing progress?
Please provide an example of a time when your team worked especially well with another team to accomplish a goal.
Can you share an example of a situation in which team effort increased your ability to accomplish your goals or the outcomes that were expected from you as an employee?
Have you been a member of a team that struggled or failed to accomplish its goal? If so, what assessment did you make of the reasons for the failure?
Have you ever done remote work? If so, how did you build a sense of teamwork considering the lack of proximity?
References
Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., & Brown, K. G. (2013). Ready to rumble: How team personality composition and task conflict interact to improve performance. Journal of Applied Psychology, 98(2), 385.
Driskell, J. E., Salas, E., & Driskell, T. (2018). Foundations of teamwork and collaboration. American Psychologist, 73(4), 334.
Garine, A. G. F. (2014). The comprehensive assessment of team member effectiveness (catme): personality predicting teamwork competencies (Doctoral dissertation).
Salas, E., Reyes, D. L., & McDaniel, S. H. (2018). The science of teamwork: Progress, reflections, and the road ahead. American Psychologist, 73(4), 593.
Salas, E., Sims, D. E., & Burke, C. S. (2005). Is there a “big five” in teamwork?. Small group research, 36(5), 555-599.